Frequently asked questions
How the options compare.
Each of these is right for a different situation. For a startup or small company, two things decide it: how much management lands back on you, and what your company keeps if the person leaves.
One person's time and skill, managed by you.
Afterward: Their knowledge leaves with them.
Task capacity that you assign and check.
Afterward: Completed tasks, no system behind them.
A senior full-time hire with real authority.
Afterward: Depends on how well they documented.
Analysis and recommendations.
Afterward: A plan you still have to execute.
Senior judgment, a few days a month.
Afterward: Strategy and decisions, not daily execution.
A dedicated people function.
Afterward: Depends on how well they documented.
A small senior team running your operations for you.
Afterward: Documented systems your company owns.
| Option | What you're engaging | Who directs it day to day | What remains afterward |
|---|---|---|---|
| Executive assistant | One person's time and skill | You prioritize and manage them daily | Their working knowledge leaves with them |
| Virtual assistant | Task capacity, often hourly | You assign and check each task | Completed tasks, no system behind them |
| Chief of staff | A senior full-time hire, a real salary | Self-directed, with internal authority | Depends on how well they documented |
| Consulting firm | Analysis and recommendations | You implement after they leave | A plan, and the work of executing it |
| Fractional COO | Senior judgment, a few days a month | They direct; your team executes | Strategy and decisions, not daily execution |
| HR manager | A dedicated people function | Self-directed within HR scope | Depends on how well they documented |
| EEE | A small senior team running your operations | We do, inside a scope you approve | Documented systems your company owns |
Who will we actually work with?
Alexandra and Anastasia. Both of us are engaged on every account, from kickoff through every monthly review. We keep the number of partnerships small so it stays that way.
How many clients do you take on?
A few at a time, on purpose. We only start an engagement when the fit is right on both sides, and we cap the roster so both founders stay personally involved in every account. If we're at capacity, we say so and offer the next start date rather than a diluted engagement.
How can a small firm handle all of this?
Systems and cadence do most of it. Operational work repeats, and once a workflow is documented and on a weekly rhythm, it takes a fraction of the attention it took as improvisation. AI has also transformed executive operations: triage, meeting preparation, and documentation that used to take hours now take minutes, with a person reviewing everything that goes out. Behind the founders is a small team for the everyday work, plus specialist vendors for special projects. And we scope every engagement carefully, so we never take on more than we can run well.
What does the 90-day term mean?
Engagements run in 90-day periods, billed monthly in advance. Each term ends with a review of results against the baseline we set in week one, and a decision made together about what's next.
Is this like a fractional COO?
Related, but a level down and far more hands-on. A fractional COO brings senior judgment a few days a month; we run the daily operating layer that carries decisions through. The two combine well, and we often work alongside fractional leaders.
When is a chief of staff the better choice?
When you need a full-time strategic proxy with deep internal authority, hire one. Many companies get there eventually. Ours is the stage before: execution, coordination, and systems, before that role is stable enough to define and fill well.
Is this a replacement for hiring an executive assistant?
No, it's a different structure, though it covers that ground. An EA gives you one person's capacity; ours is a function: two founders, established methods, documented systems, and coverage. When a full-time role becomes the right structure, we help define it, hire for it, and hand over a documented operation.
How is this different from a virtual assistant service?
Structurally. A VA arrangement gives you task capacity that you direct. Ours gives you owned workflows: we prioritize, coordinate the people involved, and improve the system as we run it, inside an agreed scope.
Are you consultants?
Partly. We diagnose the way consultants do, but our recommendations come with us attached: we work inside the business, run the agreed workflows, and stay accountable for what actually gets done.
Can you handle our HR work?
A good share of it. We design and run onboarding and offboarding, keep reviews and performance plans organized and on schedule, draft policies for your counsel to approve, and build the culture rhythm. Legal calls, compensation strategy, and serious employee-relations matters stay with HR professionals and counsel.
Do we have to learn new software?
No. We work inside the tools your company already uses. Where a workflow needs something better, we propose it, and you decide.
Where do you work in person?
We're based in Boca Raton and regularly on site across Palm Beach County, selectively in Broward and Miami-Dade. Remote engagements run across the U.S.
What happens to everything you build if we part ways?
It stays with you. Workflows, documentation, and playbooks are written to be handed over, and offboarding includes a 30-day transition plan, transfer of open items, and removal of our access.